There are generally two operating modes of labor dispatch:

First, the employer determines the positions, number of personnel and related conditions and requirements for dispatched personnel, and determines the salary and welfare indicators of dispatched personnel. , the dispatch agency dispatches according to the requirements of the employer, and the employer pays "labor expenses" including dispatched personnel's wages, social insurance premiums and dispatch agency management fees on a monthly bundled basis.

Both parties can also agree that the employer will directly pay the wages and benefits of dispatched personnel, while the labor dispatch company will be responsible for the payment of social insurance premiums and management of personnel files. Management expenses are generally drawn based on a certain percentage of the dispatched personnel’s salary.

The second is that the employer outsources part of the company's business to a labor dispatch company through market bidding, and is only responsible for inspecting and accepting the completion of the work and paying relevant fees according to the agreement. The wage and welfare standards for dispatched workers shall be negotiated between the labor dispatch company and the workers themselves.

Usually, the labor dispatch company and the employer negotiate to decide which model to adopt. This is also a two-way selection process. But no matter which operating mode is adopted, the actual operating procedures are roughly the same. Generally speaking, the basic procedure of labor dispatch can be divided into the following six steps:

The employer proposes to the labor dispatch company the required positions, conditions and quantity of personnel, term and wage standards based on actual needs. The labor dispatch company fully understands the operating conditions of the employing unit, the working environment and labor protection conditions of the required positions, etc.; after both parties reach consensus, they sign a "Labor Dispatch Agreement".

The labor dispatch company releases recruitment information to the public, organizes registration, and conducts written examinations and interviews for those who meet the registration requirements (evaluation and assessment of those who pass the examination if necessary).

The employer and the labor dispatch company determine the final dispatch candidate. The labor dispatch company signs a "labor contract" with the dispatched talents and handles relevant employment procedures.

At the expiration of the dispatch period, after the employer confirms that the work handover is completed, the labor dispatch company will handle the departure procedures for the dispatched talents, and at the same time, the labor contract will be terminated or retained based on the individual's wishes and the actual situation of the labor dispatch company.

Labor dispatch, also known as talent dispatch, talent leasing, labor dispatch, and labor leasing, refers to a labor contract signed between a labor dispatch agency and dispatched workers, and the dispatched workers pay labor services to the dispatching enterprise (actual employer) , the labor contract relationship exists between the labor dispatch agency and the dispatched workers, but the fact of labor payment occurs between the dispatched workers and the dispatching enterprise (the actual employer).

[Extension of interpretation]

The most significant feature of labor dispatch is the separation of employment and use of labor. Labor dispatch agencies are different from employment agencies. They become a party that signs labor contracts with workers.

The specific forms of labor dispatch include the following:

1. Complete dispatch: The dispatch company undertakes a complete set of employee dispatch services, including talent recruitment, selection, training, performance evaluation, compensation and benefits, safety and health, etc.

2． Transfer dispatch: Enterprises that need labor dispatch recruit, select, and train personnel on their own, and then the dispatch company signs a "labor contract" with the employees. The dispatch company is responsible for employees' remuneration, benefits, performance evaluation, and handling of labor disputes.

3． Attrition and dispatching Attrition and dispatch means that an enterprise transfers its employer status to a dispatch company for employees it recruits or has already hired. The enterprise pays the dispatch company to dispatch employees, and the dispatch company pays all possible expenses, including wages, funds, benefits, various social security funds, and assumes all social and legal responsibilities that the employer should bear. The purpose is to reduce the company's fixed employees and enhance the company's organizational adaptability and human resource flexibility when facing risks.

4． Trial dispatch is a new dispatch method. The employer transfers new employees to the dispatch company during the trial period, and then tries them out in the form of dispatch. The purpose is to ensure that the employer has more assurance in accurately selecting talents and avoids the need for The risk of errors generated during selection and testing effectively reduces personnel costs.

5. Short-term dispatch: The employer and the labor dispatch agency agree on a time period to hire and implement the dispatched talents

6. Project dispatch: Enterprises and institutions hire relevant professional and technical talents for a production or scientific research project

7. Evening dispatch: Employers use specific time in the evening to obtain urgently needed talents

8. Hourly dispatch: dispatch special personnel on an hourly basis

9. Dispatch on weekends: dispatch personnel based on Saturday and Sunday as the basic unit of calculation

10. Collective dispatch: State-owned enterprises and institutions dispatch idle personnel partially or entirely to third parties through labor dispatch agencies